Introduction

Contour Exploration recognizes that Indigenous cultures are vibrant, diverse, and important communities and peoples who contribute to Canada's overall diversity. We also recognize and value that most of our projects take place on the Traditional Territories of Canadian Indigenous Peoples.

In embracing truth, recognizing Indigenous territories, and fostering reconciliation for our First Nations, Inuit, and Metis peoples, every employee embodies our values of integrity and respect, irrespective of their position. This commitment to truth and reconciliation resonates with our fundamental principles of diversity, inclusion, and equity within the workplace, furthering our primary mission of linking human potential with purposeful work.

Guiding Principles on Indigenous Rights

Contour Exploration developed our Truth and Reconciliation Policy guided by our core values and informed by two key documents. The Truth and Reconciliation Commission's final report in 2015 outlined 94 calls to action, offering Canada a path to address and learn from the negative impacts of past Indigenous policies, including residential schools. In 2016, Canada's endorsement of the United Nations Declaration on the Rights of Indigenous Peoples established a framework to guide reconciliation initiatives.

Truth and Reconciliation Commissions (TRC) Final Report

Call to Action 92 We call upon the corporate sector in Canada to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous peoples and their lands and resources. This would include, but not be limited to, the following.

1. Commit to meaningful consultation, building respectful relationships, and obtaining the free, prior, and informed consent of Indigenous peoples before proceeding with economic development projects.

2. Ensure that Aboriginal peoples have equitable access to jobs, training, and education opportunities in the corporate sector, and that Aboriginal communities gain long-term sustainable benefits from economic development projects.

3. Provide education for management and staff on the history of Aboriginal peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal-Crown relations. This will require skills-based training in intercultural competency, conflict resolution, human rights, and anti-racism.

The UN Declaration on the Rights of Indigenous Peoples (UNDRIP)

Article 2 Indigenous peoples and individuals are free and equal to all other peoples and individuals and have the right to be free from any kind of discrimination

Article 15.1 Indigenous peoples have the right to the dignity and diversity of their cultures, traditions, histories, and aspirations

Article 17.3 Indigenous individuals have the right not to be subjected to any discriminatory conditions of labour and, inter alia, employment or salary.

Article 26.1 Indigenous peoples have the right to the lands, territories, and resources which they have traditionally owned, occupied, or otherwise used or acquired.

Article 32.1 Indigenous peoples have the right to determine and develop priorities and strategies for the development or use of their lands or territories and other resources.

Article 32.2 States shall consult and cooperate in good faith with the indigenous peoples concerned through their own representative institutions in order to obtain their free and informed consent prior to the approval of any project affecting their lands or territories and other resources, particularly in connection with the development, utilization or exploitation of mineral, water or other resources.

Article 46.3 The provisions set forth in this Declaration shall be interpreted in accordance with the principles of justice, democracy, respect for human rights, equality, non-discrimination, good governance, and good faith.

Specific Actions to live our Truth and Reconciliation Policy

Truth and Reconciliation are realized when:

• All new employees receive and acknowledge reading our Truth and Reconciliation Policy when they are hired.

• We continually seek out opportunities to hire Indigenous workers from the communities and Traditional Territories in which we operate.

• We promote the economic and professional advancement of our Indigenous employees with equal opportunity, pay, and responsibility as employees, crew leads, and project leads to our clients. Some ways to do this are by paying for training/certifications, providing entry level positions with opportunity to grow, and providing on-the-job training.

• Provide Indigenous awareness training for all employees.

• Guest speakers, including local Indigenous Elders, are invited to give presentations and host small group conversations about matters that impact Indigenous peoples in the communities in which we live and work.

• We do not expect Indigenous employees to be the “Indigenous expert” on staff.

• We encourage our employees to attend, or participate in key events and initiatives with the Indigenous communities where we work where possible and appropriate including but not limited to the following events:

o Annual Women's Memorial March to commemorate Missing and Murdered Indigenous Women and Girls (MMIWG) (February 14)

o National Indigenous Peoples Day (June 21)

o National Day for Truth and Reconciliation (Orange Shirt Day) (September 30)

• If a Contour employee encounters a conflict between company duties and Indigenous values, they are encouraged to inform the owners and seek guidance on culturally respectful solutions.

• We regularly update our Truth and Reconciliation Policy, ensuring it is accessible to all staff on our website and in our employee handbook, together with our core values.

• We gather statistics on representation of Indigenous peoples among our workforce, and every three years we benchmark our progress against the Canadian Census data on labour market availability and set new goals for hiring.

Contour Exploration will seek clients who are genuinely interested reconciliation and in partnering, offering support in overcoming barriers and allowing extra time for training on projects. We seek partners who recognize the necessity of possibly hiring more staff to address challenges related to attendance and retention. Clients who understand that this is more than economic effects and quotas – it is about a true societal impact.

Contour Exploration is dedicated to the ongoing enhancement of this policy, along with our methods and strategies. We pledge to conduct a review of the policy at a minimum once a year and to integrate suggestions from staff members affected, our clients, and the communities we serve.

Indigenous Truth and Reconciliation Policy